Working In A Multicultural Environment

The people in the world that we live in are extremely diverse, in terms of the nationalities, religions, gender classifications and physical abilities. Social workers must have a clear understanding of the consequences of diversity and difference and the mechanisms of oppression and discrimination as they relate to human development. The range of different ethnic and cultural backgrounds that social workers will practice in is huge. Because of this, social workers must have an understanding of the values and attitudes of a multitude of different cultures as well as an understanding of their own attitudes and

Guideline 1: Psychologists are encouraged to recognize that, as cultural beings, they may hold attitudes and beliefs that can detrimentally influence their perceptions of and interactions with individuals who are ethnically and racially different from themselves (American Psychological Association, 2003). I agree that psychologist can hold many different beliefs concerning others. The beliefs can sometimes hinder a person from growing emotionally, and cognitively. In my opinion it is important for the professional to be familiar with the diversity that may exist in their patients and remain professional in their

Diversity in the workplace is not a new idea or concept. From the late 1800’s to the early 1900’s the majority of people living in the United States were immigrants from other countries including Italy, Russia, and Ireland. Each of the members from these countries spoke different languages, came from different cultures, and had different customs and work ethics. Acceptance to them was fought for in the workplace in industries such as coal, steel, automobile manufacturing, and other labor forces. This type of struggle still continues today in the workplace from cultural differences, and language differences to racial and gender differences. This paper will examine the obstacles managers face when overcoming generational differences

amount of Asian Americans is quite large to write or comprehend. A large number will throw off

The next segment during Diversity Day would have counselors running groups in order to educate students to stand up for others and also hear first-hand stories from other students that have been treated differently for being different. Counselors will facilitate students in discussing past stories of witnessing or receiving discrimination and have the students discuss what they have heard. For students that have witnessed these acts, they can discuss how they felt when they decided to stop the act of discrimination. Additionally, they can also discuss with the student how they felt when they decided to not stop the act of discrimination. For the students that have suffered from acts of discrimination they can explain how they felt when someone stepped in to help them. Additionally, students can explain how it felt when no one stepped in and just watched as they suffered from discrimination. The purpose of this activity is to educate the students on how the victims feel when someone helps them compared to someone who does not. Additionally, it will educate students on how people felt when they helped someone in need compared to someone who watched the incident without intervening.

Isis Aponte, Emmons Hall Multicultural Advisor, works with a diverse group of residents assisting them in transition, making connections, and learning about diversity. A lot of the work that Isis does is not seen by the staff or by other residents. Often some wonder what it is that a multicultural advisor does. Isis works with the residents that are underrepresented in our hall. She works to make sure that these students are getting the support they need and making connections on campus. The number of residents that she directly works with greatly exceeds any of the Resident Assistants number of residents. Isis not only is a resource for her own residents, but she constantly is reaching out to residents that are not on her resident list.

After retirement a good percentage of retirees still need to work or would like to work (Harper & Shoffner, 2004). An awareness of the older worker’s developmental and social challenges are important for understanding post career decisions (Harper & Shoffner, 2004). Usually older workers are in Erikson’s developmental stages of generativity versus stagnation or integrity versus despair (Harper & Shoffner, 2004). Older workers, after retirement, may find it difficult to maintain involvement in things such as social contact with co-workers which may loose appeal over time (Harper & Shoffner, 2004). Other concepts with this group include mental and physical capabilities and social attitudes about the aging worker (Harper & Shoffner, 2004). Maintaining

"Research generated from a variety of fields predicts that important benefits will accrue from demographic heterogeneity in organizations by increasing the variance in perspectives and approaches to work that members of different identity groups can bring" (e.g., Thomas and Ely, 1996).

Professor Duffy, corporations that have diverse business environments can provoke respectful relationships by creating modern employment policies and techniques that address discrimination issues and suitable conduct. In addition to this, employees should refrain from disrespecting their coworkers and they should also make employees feel comfortable when they are engaging in anti-discrimination business training's and activities. Corporations should also urge employees to increase their communication with coworkers and they should avoid giving employees preferential treatment. When I worked in diverse business environments, it was always necessary for employees to attend educational classes that taught us about other coworker’s cultures and

Camp Noah is an organization known for its ethics, fair treatment practices and appreciation for diverse talent that make it able to attract a wider pool of qualified applicants. Other advantages include loyalty from clienteles like adult, parents’ who place upon them the trust and care of their children. During their one week-long camp at Camp Noah, the interns, volunteers, and staff would have showcased a workplace that demonstrates diversity closely becoming a necessity, a streamer that establishes a wave to embrace a commitment to differences and change.

Ethnicity - I honestly feel like I could work with any group of people. I’m comfortable working with people who are similar to myself and people who are completely different from me. I’m African American so I can obviously work with other African Americans and I can also work well with other ethnic minorities (such as biracial, Hispanic, Asian, etc.). In addition, I’m also very comfortable working around Caucasians. In fact, I’ve worked around Caucasians more than I’ve worked with any other ethnic group.

Intent vs. Perception. Antoinette Mayer worked for DigiSys, a multimillion dollar technology company where many of the company’s senior managers were retired military officers. Jay Strong, her boss, became very friendly in an awkward way with Mayer one day where his conversation moved from business topics to more personal conversation. As time progressed, he got “warmer” towards Mayer; seemed to encounter her more in the company cafeteria and requested more of her time under the pretense of gathering updates. After many encounters like this, she decided to do something about it so she went to the Human Resources vice president for assistance. He told her that he didn’t think she had much of a case. The company was full of military

would rate my own sensitivity to cultural difference in the workplace differently than those of the self-assessment quizzes in chapter 8 of DuBrin. As I scored a 9, it rated my results to mean “more cross-cultural awareness and skills need to be developed to effective in a multicultural work environment”. (DuBrin, 2012, p. 160) I believe that I am sensitive to all cultures regardless of differences in language, customs, dress, or religion. I believe that people should be judged by their individual actions, not by how they are perceived as a culture. All employees must realize that a multicultural workforce is here to stay and is beneficial to all parties involved. “Creative thinking from multicultural experiences can lead to creative outcomes such as new product or more profitable departments (DuBrin, 2012, p. 161).” “People who work and befriend with a more diverse group of people in their social lives often show signs of enhanced creativity (DuBrin, 2012, p. 161).”

Managing diverse employees in a multicultural environment proves challenging to managers; yet, increasing diversity in the workplace is very beneficial for an organization. Diverse employees will provide a wider array of talents and will relate better to varied customers. Because managers have more influence than rank-and-file employees, it is imperative that managers commit to diversity of the workforce.

The hospitality industry around the globe is characterized by the existence of diversified workforce. As a result, it requires highly skilled Human Resource Management (HRM). The research paper here tries to acknowledge the impact of diversified workforce and how management handles their employees from different cultural backgrounds. The paper gives a brief background of the story, followed by an extensive literature review. The literature review section focuses on various theories and models of eminent authors and research scholars. The theories aim at providing knowledge regarding the benefits, challenges and opportunities of having a diversified culture in the organizations. While some authors emphasize on adopting diversification in the companies, others point out the disadvantages related to having employees from different cultural backgrounds. They also offer practical recommendations to the HR managers to help them successfully deal with the cultural diversity issues. The main aim of the paper is to identify the research gap identified in the literature review section. The research methodology applied here is based on secondary data collection. Secondary data are such data which have been previously collected by some agency for a purpose and are merely compiled from the original source for use in diverse connection. The study has been assembled with the help of various journals, books, websites, etc. Theories have been used that focuses on how cultural